Does anyone really relish the idea of appraisals or performance reviews?

Probably not, but the benefits of using performance reviews to improve your people’s skills, performance and abilities cannot be denied, provided everyone in your firm takes them seriously.            

And if you repeatedly improve your team’s skills, knowledge and capabilities, you’ll grow your firm.

As a partner or senior manager, you already know the importance of recruiting capable staff and providing them with the training and tools they require to do their job effectively.

To develop these people and to ensure they are performing to expectations and meeting targets, use an effective performance review or appraisal process to discuss goals, behaviours and results.

In my experience, many employees view appraisals as a dreaded annual rite of passage, one that generally fails to work effectively.

They often fail to work well because the manager hasn’t taken them seriously enough.

To show your commitment, as a partner or senior manager, give the review your wholehearted attention…

• Make the time set aside in your diary for review non-negotiable.
• Prepare for the appraisal thoroughly, with working history and areas for discussion.
• Focus on the development of your employee.
• ALWAYS follow up on the actions and measures agreed in the appraisal.
• ALWAYS ensure that any training or support needs agreed in the appraisal are addressed promptly.

Performance reviews should be viewed as an opportunity. It's one-to-one time that you both rarely get, and this time should not be compromised in any way.

Implement a REGULAR performance review process using a SIMPLE APPRAISAL FORM to ensure you improve the performance of your team and grow your accountancy firm.